Senior People Generalist Chicago

Ferrero•Chicago, IL

2d•$96,708 - $128,944•Onsite

About The Position

We have a current opening for a Senior People Generalist and are actively reviewing applications. At Ferrero, we believe that every employee is key to the success of the company, and it is our collective energy that allows us to grow our business and explore new frontiers. Within the US, our Commercial Human Resources team is dedicated to continuing to push this mission through our cyclical People & Organization (P&O) processes, strategizing with our function leaders, initiating new employee experiences, and more. The position will be part of the North America P&O Supporting Functions, Chicago and Retail team supporting and leading P&O activities/projects across the Chicago based functions and be the P&O point of reference for the Chicago office. The position will report to the P&O VP and be based in Chicago, IL.

Requirements

Bachelor’s Degree, M.B.A./M.S./M.A. preferred
A minimum of 5 years of relevant knowledge, resolving complex employee relations issues and providing consultative guidance to management.
Working knowledge of multiple human resource disciplines. Including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment law.
Experience working with global business partners.
Strong business acumen, analytical and relational abilities
Executive presence and ability to influence at varying levels across the organization
Ability to build a consultative relationship with senior level managers and a collaborative working relationship within the P&O team
Strong accountability, problem solving and innovative thinking
Excellent communication skills
Ability to find the correct balance between demand and capacity within establishing priorities for the organization
Strong time management skills and the ability to handle multiple priorities in a matrixed environment
Ability to collaborate across the P&O department, by sharing best practices, recent learnings, external trends and working together on P&O related projects.

Nice To Haves

Experience within the consumer goods industry is a plus.

Responsibilities

Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works with the business to identify performance gaps for employees/teams and provides applicable trainings/internal connections that will support closing these gaps.
Manages all Performance Improvement Plans (PIPs) by supporting line managers on discussions, employees on actionable items for improvement, and meeting legal requirements.
Strategizes with management and employees to improve working relationships, build morale, and increase productivity and retention.
Manages and resolves complex employee relations issues - conducts effective, thorough and objective investigations.
Responsible for the development and planning of the Chicago PBP related projects, ensuring: adherence to plan, risks/issues management, stakeholders involvement and status updates to Steering Committee
Coordinates all the workstreams of the project, ensuring best practices sharing across teams
In charge of developing the Change Management Plan with appropriate involvement from all stakeholders
Plans, lead, direct, develop and coordinate policies, activities, and staff of the immediate team, ensuring compliance and implementation of the organization’s mission and talent strategy.
Manages and facilitates performance cycles across all teams under scope, ensuring consistency in application of the process and probing when necessary.
Assists international employees with expatriate assignments and related P&O matters.
Manages and facilitates succession planning sessions, utilizing outcomes throughout recruitment processes to support retention and employee career experiences.
Facilitates Salary Review processes with Line Managers while staying within budgetary limits and ensuring internal equity across the organization.
Analyzes all performance, succession planning and salary review data to ensure fairness against D&I initiatives.
Reflects and strategizes on all P&O-related processes through analysis and discussions, to find gaps in current process and provide solutions that would best work for the business.
Supports the business by being an advocate of their needs through recruitment, regrading of roles, budget and headcount planning.
Supports company-wide and local feedback survey launches, analyzes data that’s available and provides paths for applicable solutions.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Identifies underlying issues through conversations and provides feedback/possible solutions.
Gains confidence and trust from leadership and teams through honesty, integrity and authenticity.
Anticipates P&O-related needs on teams and brings awareness to leadership before needs turn into engagement issues.
Seeks to understand functional roles, team interactions, and initiatives to best support teams through recruitment processes, ad-hoc requests and provide best solutions.
Highlights external P&O trends to leaders for awareness.
Close partnership with all channels/client groups to understand the business and drive strategic P&O change if needed.
Provides guidance and input on business unit restructures, workforce planning and succession planning.